I have seen my fair share of adverts and written a few myself. The structure is clear: It is about us, about you, the role, and what we offer. And suddenly, the most basic expectations are disguised as benefits. We give you holidays and a basic pension contribution, and guess what? You will be trained and developed, and we will provide you with career progression.
Now, don't get me wrong. A proven track record of people development is something to be proud of and shout about. I am all up for it but unsure if it is a benefit.
Surely, a well-trained team that grows professionally and stays around for a while is a business objective. So, in my eyes, all those hours (and cash) saved on recruitment, in-house expertise, and talent retention are the return on investment.
This made me think about what career progression really means. Let's be honest: We all have witnessed or heard stories about zero-to-hero (and vice versa). Unfortunately, they are not that rare.
I was on a treadmill the other day, pretending to love it. But it was a struggle from the start. I am not a natural runner. Not mentally and definitely not physically. But after a while, I have found my sweet spot. My breathing was synched with my movement, and I was starting to enjoy it. You've got this girl. You may have the bug now. I have built myself up for no good reason at all. This was immediately followed by a quick "you can do better". Let's run faster. Crank it up. So, I did, and needless to say, my self-belief was short-lived. Suddenly, I was in that horrible place of shallow breading, intense sweating and cursing.
Perhaps one good thing that came out from my short-lived passion for running was my contemplation on what is wrong with being comfortable, about knowing your sweet spot, knowing when you are truly ready. When you are prepared to "crank it up" and still have a good time, still believe that you've got it.
The phrase "being comfortable with the uncomfortable" has been around for a while, but really? How long have you walked with a pebble in your shoe? Have you ever been your best self in uncomfortable underwear? I just don't think (and the science may agree) that we humans are not wired that way.
I have seen great people doing extraordinary things at work. So great that someone has decided that they should be promoted, become managers or moved to a new department. And in no time, they were out of breath. Not everyone, of course not. Some troopers will battle it out (be aware of the combat terminology).
When you want to run a marathon, you train and take advice from an experienced runner before putting your body through a 42km run. You will probably have good days and bad days, learn a lot about your technique and, hopefully, meet some fellow runners along the way. The point is, it won't be easy. You will need to work hard and be aware of your goals and, most importantly, your progress. You must stick with it during those hard times to see the finishing line. If you are lucky, you will have a coach.
Why do we (employers included) think that taking on a new role or a step-up / sideways is any different? Why do we tend to treat career progress like a sprint? We live in an age when we do a lot on demand: our deliveries, TV series, and dates. Should that apply to our progress, too?
Growth needs a solid structure, support, well-defined goals, objectives and timelines. But, most importantly, it requires a stable character that you trust with your vulnerabilities. Call it a mentor, coach or work buddy. We need a safe pair of experienced, supportive, and challenging hands when we can't recognise that we are ready for a more significant challenge.
Therefore, it is not a benefit but a great responsibility and a commitment because mismanaged expectations can ruin rather than enhance our progress. But when done well, it is nothing short of magic. It is hugely rewarding for everyone involved to see a person find their strength and face their new challenges with courage, confidence, passion, and authenticity.
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